Setting The Tone For Your Staff

In today’s race to set goals and targets, some companies overlook the obvious procedures and policies they need. Every company needs a professional HR system that will turn the wheels of the company, effectively and efficiently, and of course keeps them on the right side of legislation.
Here are some pointers to keep in mind when framing your contracts of employment and procedures:Working hours
Define some rules and regulations. Regardless of how basic this seems, it is crucial. Determine the number of hours a day an employee is expected to work. This is usually specific to departments and roles, and can be altered to suit your business requirements.
New recruits and exit policies
This constitutes employee-processing, when new candidates sign up with you and an existing employee resigns. You need policies for new candidates, which include eligibility checks, verification of previous employment details, etc, and forms for exit procedures such as handing over of responsibilities, notice period, etc. Exit procedures are also a useful tool to find out more about how the person feels towards the company and what, if anything, needs to be put right.
Leave and attendance
Every employee is eligible for leave. Currently 5.6 weeks is the minimum legal requirement (including Bank Holidays). Some employers require their staff to save a few for Christmas closures, so this needs to be made clear in any documentation.
Salary and employee benefits
This is the big one. This category includes salary compensation along with general guidelines for bonus, annual increments, loans against salary, pensions, which need to be very specific and very clearly articulated. Benefits like medical cover, car allowance and other insurances offer a feel-good factor among employees and should be included, depending on the potential of the business and size of the organisation.
Work culture
This is probably the most ignored HR policy. It encompasses minor details like dress code, to serious ones like confidentiality, misbehaviour and sexual harassment at work. The policies need to be designed with care, empathy and keeping in mind cultural background. It’s important to have HR documents within a few weeks of starting a company, if not before, as this helps lay down rules and terms. The policy documentation is usually contained in a manual (or Handbook) that anyone who joins the company may refer to. Businesses can then focus on the business operations, secure in the knowledge that strong policies are in place and that they cover every aspect of running a company.
Hiring a strong HR consultant like us is half the work done. So, no matter how nitty-gritty the details, it’s well worth investing time in speaking with us – we can help you. After all, it avoids potential confusion and misunderstandings, and sets the tone for your employees’ day-to-day functioning.